Adaptability Features, Proactivity, and Change Readiness: An Empirical Investigation of Public Sector Organisations

Abstract

This study examined the mediating role of proactivity in the effects of five adaptability features (i.e. work stress coping, creativity, dealing with uncertainty, training and learning, and interpersonal adaptability) on employees’ change readiness. A total of 379 employees of public sector organisations in Malaysia participated in the study. Partial Least Squares-Structural Equation Modelling (PLS-SEM) was employed to analyse the proposed model. The results indicate that out of the five adaptability features, three (dealing with uncertainty, training and learning, and interpersonal adaptability) significantly predict proactivity. Proactivity was also found to mediate the effects of these three adaptability features on change readiness. This paper contributes to the change readiness literature by identifying proactivity as mediator in the relationship between adaptability features and change readiness, which has received relatively scant attention. Practical and theoretical contributions are discussed.

Enhancing the Readiness for Change Role of Intentional Behaviour, Planfulness, and Learning Through Experimentation

“…The findings emphasized that individuals with a proactive approach and planfulness ability have a positive outlook toward the technological changes and adaptations in the organization, resulting in overall organizational success. These findings are in line with the recent research findings, which suggested that intentional behavior (Tan & Nadarajah, 2021) and planfulness (Dobrovič & Timková, 2017) are necessary antecedents in enhancing the employees' readiness for change.…”

“…Existing studies indicated that intentional behavior has been associated with various positive outcomes, including risk-taking capability, enhanced individual performance, and organizational effectiveness (Tornau & Frese, 2013). Tan & Nadarajah (2021) collected a sample of 379 public sector employees and highlighted the positive role of intentional and proactive behavior in enhancing the employee's readiness for change. These findings are also confirmed by the research performed by Bakker et al (2012).…”